Compensation Philosophy Sample Clauses

Compensation Philosophy. The District’s compensation program supports five (5) primary goals:
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Compensation Philosophy. WAHA is committed to ensuring that the health authority fulfills its’ obligation to the communities by delivering high quality care across the health care continuum. The quality of care is directly dependent on the quality of the people that provide it and run the organization. The Authority strives to recruit and retain highly qualified and committed staff who demonstrate an understanding of the cultural environment of the region. WAHA supports western and traditional approaches to medicine. Compensation is an important factor in the ability to better attract, retain, and engage executive level resources from within the health care sector in Canada. The isolation of the Weeneebayko communities creates a significant challenge in recruitment and retention. XXXX’s executive compensation program is designed to attract, motivate and retain highly qualified and accountable members of the senior leadership team. The executive compensation program is approved by the Board of Directors as are the specific compensation levels for the members of the executive. It is intended to be grounded in responsible compensation practices and is sensitive to relevant markets for executive talent, equity, and the challenges in recruiting and retaining executives in the isolated communities that it services. The continuity of leadership is essential in providing and improving the health care of these communities. While it is difficult to identify comparable hospitals in Ontario with similar challenges, the compensation framework has been established by reviewing the compensation paid in other community hospitals in Ontario as well hospitals outside Ontario that are similarly isolated and provide services to remote communities.
Sample 1
Compensation Philosophy. The underlying goal of the Line Mountain School District Compensation Program is to attract, motivate, and retain competent people.
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Compensation Philosophy. ‌ Affirming the City’s above market compensation philosophy allows for the development of strategic recommendations. From first site visit, the consulting team will identify: ❖ The strengths of the current compensation system. ❖ Areas that need to be addressed or are concerns to the current programs. ❖ Current compensation program success and challenges. ❖ Other characteristics about the City which may impact compensation. An analysis of this data as well as external data collection will be the basis of confirming the compensation philosophy that will guide the design and complexity of the City’s compensation program. A consistent philosophy is a strong existing foundation for the City.
Sample 1
Compensation Philosophy. The Managers seek to incentivise and reward consistent and sustained performance through market competitive, internally equitable, performance-orientated and Stapled Securityholder-aligned compensation programmes. This compensation philosophy serves as the foundation for the Managers' remuneration framework, and guides the Managers' remuneration framework and strategies. In addition, the Managers' compensation philosophy seeks to align the aspirations and interests of its employees with the interests of FHT and its Stapled Securityholders, resulting in the sharing of rewards for both employees and Stapled Securityholders on a sustained basis. The Managers' compensation philosophy serves to attract, retain and motivate employees. The Managers aim to connect employees' desire to develop and fulfil their aspirations with the growth opportunities afforded by the Managers' strategic vision and corporate initiatives.
Sample 1

Related to Compensation Philosophy

  • Philosophy It is the Company’s intent to use regular staff to perform most of its work of a continuing nature. Furthermore, the Company will strive to provide regular staff with stability of employment. The parties agree that a consistent, managed and joint approach to the assignment of work within the Company is necessary to provide security for employees, a more effective, productive organization and an excellent product for the customer.

  • Longevity Compensation Longevity payments will be made to all employees with continuous full-time service according to the following schedule:

  • Services and Compensation Consultant agrees to perform for the Company the services described in Exhibit A (the “Services”), and the Company agrees to pay Consultant the compensation described in Exhibit A for Consultant’s performance of the Services.

  • PROFESSIONAL COMPENSATION A. The basic salaries of teachers covered by this Agreement are set forth in Appendix A which is attached to and incorporated in this Agreement. Such salary schedule shall remain in effect during the designated periods.

  • Executive Compensation Until such time as the Investor ceases to own any debt or equity securities of the Company acquired pursuant to this Agreement or the Warrant, the Company shall take all necessary action to ensure that its Benefit Plans with respect to its Senior Executive Officers comply in all respects with Section 111(b) of the EESA as implemented by any guidance or regulation thereunder that has been issued and is in effect as of the Closing Date, and shall not adopt any new Benefit Plan with respect to its Senior Executive Officers that does not comply therewith. “Senior Executive Officers” means the Company's "senior executive officers" as defined in subsection 111(b)(3) of the EESA and regulations issued thereunder, including the rules set forth in 31 C.F.R. Part 30.

  • Deferred Compensation Program ‌ Unit members shall continue to be eligible to join the County’s Deferred Compensation Plan. Said employees will be bound by the same Plan, rules and participation agreements as are generally applicable to other County employees. DSA acknowledges that County retains the right to alter, amend, or repeal the current plan, rules, and participation agreements, at any time. The County shall not charge an administrative fee to participating employees.

  • Extra Compensation 1. CTSO Advisors will be paid twenty-five ($25) per hour (capped at eight (8) hours per day) for non-discretionary CTSO activities (e.g., conferences, conventions, and competitions) involving students on days not scheduled as part of the regular school year calendar.

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